Social learning is a dynamic and interactive approach to employee learning and development (L&D) that emphasizes collaboration and knowledge sharing among peers.
It moves away from traditional, top-down training models and instead recognizes that we learn best through interaction, connections, and shared experiences. This can happen through mentoring programs, group discussions, peer-to-peer learning, communities of practice, and networking conversations.
The effectiveness of social learning is supported by the 70/20/10 model, which suggests that 70% of learning comes from on-the-job experiences, 20% from social interactions, and only 10% from formal training. This highlights the importance of creating a workplace where social learning is embedded in the way people work and interact.
Social learning taps into our natural human tendency to learn from others. It acknowledges that knowledge isn't confined to formal training materials but resides within the collective experience of the workforce. By fostering a culture of social learning, organizations can:
While all forms of social learning are valuable, structured programs that are intentionally designed to achieve specific organizational and employee goals can have the greatest impact.
A good mentorship platform can deliver personalized social learning experiences at scale, so you can align social learning pathways with specific roles, talent groups, or business objectives. For example:
It's crucial to create a workplace where social learning is embedded in the way people work and interact. This means integrating collaborative learning experiences like mentorship, peer-to-peer learning, networking, and group learning initiatives into the daily workflow. By doing so, your organization can unlock the full potential of its workforce, foster a culture of continuous learning, and drive greater success.
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